Beyond Flextime And Rowe (Organizational Behavior)

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Beyond Flextime and ROWE Today more employers are offering adaptable work schedules to accommodate their business needs. For some employers this is an added benefit option to retain good talent by being flexible to their employee’s needs and commitments. Flextime is a scheduling option in which employees choose their own work hours or are given a choice of range within limits set by the employer. Flextime is a concept which originated in Germany. Many employers around the world offer this option to their employees. What influence tactics and power bases are evident in this case? The influence tactics and power bases evident in this case are an Inspirational appeal which tries to build enthusiasm by appealing to others emotions, ideals, or values. The ROWE system would appeal to the employees because other commitments in their lives would be easier to handle with a more flexible schedule. Consultation tactic was also used in part because the staff participated in the planning, decisions making, and changes. Legitimate power is evident in that employees were given formal authority to make decisions, and positive legitimate power for job performance producing results. Where would you plot J.A. Counter’s ROWE program on the empowerment grid in Figure 15-2? I would plot J.A. Counters ROWE program on the empowerment grid as “power distribution”. In power distribution, followers are granted the authority to make decisions. Sloglund had managers meet with their direct reports and were given detailed job descriptions with expectations and measurements. The employees acted like entrepreneurs managing their time and tasks to produce results. I also felt that “influence sharing” was another possibility because Sloglund, managers and staff were consulted to discuss the changeover to ROWE and were involved in the implementation. Has employee

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